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A comparative study evaluating the individual employee response to a planned organisations chage report.

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dc.contributor.author Ntshalintshali, Veronic Clotilda
dc.date.accessioned 2009-05-27T09:53:42Z
dc.date.available 2009-05-27T09:53:42Z
dc.date.issued 2006-11
dc.identifier.uri http://hdl.handle.net/10500/217
dc.description.abstract This study attempts to investigate one of the most cited reasons for the failure of organisational change efforts: individual resistance to change. It also seeks to determine what personal manifestations need to exist in order for an organisation to adequately establish the extent to which a proposed change effort will yield a successful outcome. This was evaluated through the job constructs of communication, job-insecurity, participation, procedural justice and trust. The research also Management and Change Agent roles within the change process to determine whether this had an impact on the individual change experience at a cognitive and behavioural level. In a South African Motor Manufacturing company data was obtained from 306 respondents. The findings clearly indicate that a positive experience of the job constructs is likely to result in positive individual change which will result in a successful implementation and sustainability of the change initiative. en_US
dc.language.iso en en_US
dc.subject Management for competitiveness en_US
dc.subject Human resouces en_US
dc.subject Leadership en_US
dc.subject Change management en_US
dc.subject Organisational change en_US
dc.title A comparative study evaluating the individual employee response to a planned organisations chage report. en_US
dc.type Thesis en_US


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